Nghiên cứu các nhân tố ảnh hưởng đến kết quả tìm việc trở lại của thanh niên thất nghiệp trên địa bàn thành phố hà nội TT TIENG ANH

1 INTRODUCTION - - - Necessity Unemployment always leaves long-term consequences for the unemployed, their families and the whole economy Particularly for the young workforce, youth unemployment is seen as a global economic problem, a waste of labour resources in the long run, especially for countries that are entering the population aging period like Vietnam In Hanoi, there were about 70,000 unemployed people in 2019, of which youth unemployment accounted for 67.2% (corresponding to 46.7 thousand unemployed youth), leading to be one of the localities with the highest youth unemployment rate nationwide This is a very alarming number when the core of the workforce accounts for a large proportion of the total unemployed, posing many challenges to the socioeconomic and social protection fields in the Capital Therefore, youth unemployment in Hanoi is always the top concern of researchers and policy makers in order to limit the negative consequences as well as utilize young labour force in the context that Vietnam is in the demographic window period and is starting to enter the aging population For a long time in the world, there have been many studies, including qualitative, quantitative or empirical research, long-term or cross-sectional study on the topic of return to work (or re-employment) of the unemployed has made a significant contribution in terms of theoretical and practical basis to enhance understanding of reemployment, being a basis for policy makers to propose solutions to solve unemployment, improve the quality of re-employment activity In Vietnam, the topic of unemployment has also been studied in the early 2000s with a number of studies on issues related to job creation for workers, thereby contributing to unemployment reduction However, there is still a lack of in-depth research to understand the theory and practice related to the results of re-employment as well as the factors affecting the reemployment outcomes of unemployed youth – youth accounting for 42.1% of the total workforce in the world as estimated by the International Labour Organization Therefore, it iss necessary to a research on the topic : “Research on factors affecting re-employment outcomes of unemployed youth in Hanoi city” to synthesize, develop theories and analysis of factors affecting the re-remployment outcomes of unemployed youth, thereby discussing some solutions to improve the return- to-work results of this group Research objectives and questions The doctoral thesis is carried out with the following objectives: To identify the characteristics of unemployed youth and the problems of youth unemployment - To determine factors reflecting the re-employment outcomes of unemployed youth To determine the factors affecting the re-employment outcomes of unemployed youth, thereby building a research model among these factors as a theoretical framework for the thesis To analyze the impact level of factors affecting the re-employment outcomes of unemployed youth 2 - - - To discuss a number of solutions to overcome the work on management, support unemployed youth to re-employ, policy orientation for the period 2021-2025 The doctoral thesis aims to answer the following research questions: - What are the characteristics of unemployed youth? What are the factors reflect the re-employment outcomes of unemployed youth? - What are the factors affect the return to work of unemployed youth and to what extent? - What are the measures/solutions should be taken by state management agencies in charge of labour and policy makers to promote the return-to-work outcomes of unemployed youth? Research object and scope Research object: factors affecting the return to work of unemployed youth Research scope: Scope on space/subjects: unemployed youth in the formal sector in Hanoi city Scope of data and time frame: The study was conducted on a group of youth who had time to declare unemployment and receive unemployment insurance (UI) benefits from January 1, 2017 to the end of December 31, 2018 Scope of content: Factors reflecting re-employment outcomes and factors affecting re-employment outcomes Research method To answer the research questions and achieve the research objectives, the author uses quantitative research method Building measurements and questionnaires: the measurement of variables in the research model is inherited and developed from previous studies For the new variables proposed in the research model to overcome the research gap, the author proposes a measurement suitable for the research objectives Data collection and analysis: the doctoral thesis uses primary data collected through a survey by questionnaire with the support of the Hanoi Employment Service Center and secondary data from the report of the Department of Employment (Ministry of Labour - Invalids and Social Affairs) The data is processed and analyzed on Microsoft Excel and IBM SPSS 22 software New contributions of the doctoral thesis Theoretical aspect: Systematizing theories related to re-employment, re-employment outcomes, and at the same time defining a clear viewpoint of re-employment and re-employment outcomes of the unemployed to use in the thesis Building and testing a new model on factors (human capital, job search motivation and UI policy) affecting the return-to-work of unemployed youth in the formal section in Hanoi city through the intermediary factor is job search behavior Supplementing the factor of satisfaction level with income reflecting the reemployment results of unemployed youth Supplementing factors related to the Vietnamese context affecting the re-employment outcomes of unemployed youth such as foreign language proficiency, job search skills, family pressure and social pressure into the research model; The factor of UI 3 policy to support unemployed people under the Vietnamese law is also included in the research model Practical aspect: - The thesis has specifically determined the degree of influence of each factor on the re-employment outcomes of unemployed youth in the formal sector in Hanoi in 20172018 - The analysis results show that: (i) human capital (including factors: work experience, qualifications, working skills, foreign language proficiency and job search skills) has an both direct and indirect impact (through job-seeking behavior) on the reemployment outcomes of unemployed youth In which, the impact of working skills is the most significant, and foreign language proficiency plays an increasingly important role in the job search process due to the increasing demand for skilled workers to meet the requirements in terms of both technical qualification and communication at workplace; (ii) The factors of job search motivation have an impact on re-employment outcomes through job search behavior Two factors that have been newly added in the study which are family pressure and social pressure, play a dominant and equal role in the positive impact on re-employment results; (iii) All three unemployment support regimes under the current UI policy in Vietnam have a positive relation with reemployment outcomes through job search behavior The job counseling and recommendation regime has the most significant impact on re-employment results, and unemployment benefits not only compensate people after being unemployment, but also motivate them to continue participating in the job search process - From the research findings, some recommendations are proposed that will help state management agencies on UI, policy makers, socio-political organizations and associations in the following directions: (i) Strengthening the legal framework and organizing the implementation of UI policy in a strict, transparent and fair manner; (ii) Ensuring proper and sufficient unemployment benefits for the unemployed to find suitable jobs soon; (iii) Adjusting to improve the quality of the vocational training support benefit, focusing on improving working skills combined with additional training to improve the foreign language of unemployed youth to meet the requirements of the labour market; (iv) Improving the quality of job counseling and recommendation activity and supplementing counseling/training on job search skill; (v) Propagating to raise awareness among young people about the consequences of unemployment, the role and meaning of participating in social insurance (SI) in general and UI in particular to be protected by insurance policies when facing risks Thesis structure The main content of the thesis is structured as follows: - Chapter 1: Literature review - Chapter 2: Theoretical basis, research model and hypotheses - Chapter 3: Research method - Chapter 4: Research findings - Chapter 5: Discussions and recommendations CHAPTER LITERATURE REVIEW 4 1.1 Factors affecting re-employment outcomes of unemployed From the late 1990s, studies confirmed that re-employment (or return-to-work) outcomes is a rather complicated concept and needs to be reflected by multidimensional factors, because the component factors used to determine the return to work outcomes are quite complex Factors to measure return to work are often interrelated The factors reflecting the return to work of the unemployed that these scholars propose are also varied, summarized in the table below: No Factor Employment status Wage Degree of compatibility between professional qualifications and work Intention to turnover Satisfaction on new job Job search duration Number of job offers Job improvement - Author Brasher and Chen (1999) Kanfer et al (2001) Pransky et al (2005) Young et al (2005) Wasiak et al (2007) Wanberg et al (2016) Brasher and Chen (1999) Wanberg et al (2002) Wanberg et al (2016) Brasher and Chen (1999) Wanberg et al (2002) Wanberg et al (2016) Brasher and Chen (1999) Wanberg et al (2002) Wasiak et al (2007) Wanberg et al (2002) Pransky et al (2005) Young et al (2005) Kanfer et al (2001) Wanberg et al (2002) Wanberg et al (2016) Kanfer et al (2001) Wanberg et al (2002) Pransky et al.(2005) Young et al (2005) Wasiak et al (2007) 1.2 Factors affecting re-employment outcomes of unemployed people 5 Many international studies have been carried out in order to build models of factors affecting the return to work of unemployed people from different perspectives and approaches Approach from the impact of internal factors of human capital on reemployment outcomes of the unemployed done by scholars such as Maxwell (1989), Moynihan et al., (2003), McArdle et al., (2007), Riddell and Song (2011), Dănăcică (2015), Amato et al., (2016) and Gnambs (2017) have shown that human capital includes characteristics such as qualifications, working skills, and work experience that have a direct and indirect impact (through job search behavior) on return-to-work outcomes of the unemployed Approach from the impact of external factors, including factors on job search motivation and UI policies to support unemployed people to find job For job search motivation, including factors such as network of relationships (Wanberg et al., 2000) or social support, financial difficulties of the unemployed (Šverko et al., 2008) have an positively indirect relations with re-employment outcomes through job search behavior Adaptability to work and career orientation are considered as motivation for job seeking in the study of McArdle et al., (2007) Quantitative analysis has shown that both these factors contribute significantly to the job search results of the unemployed through the intermediary factor of job search activity This result is supported by Koen et al., (2010) in the research on the impact of job seekers' job adaptability on the quality of jobs found (expressed in the number of job offers) Based on the theory of planned behavior, research by Van Hooft (2014) has shown that motivational factors (such as financial need, job-seeking attitude, social pressure on job-seeking activities, assessment on self-efficacy in job search) has an indirect positive impact (through positive job search behavior) on job search results Some scholars study the re-employment outcomes of unemployed people by looking at the impact of UI policies such as Vouri and Vesalainen (1999), Graversen and Van Ours (2008) or Graversen and Van Ours (2008) They all agreed that UI programs (such as labour market information, compulsory employment program) create a positive change on job search activities, thereby having a clear impact on the ability to find job of the unemployed In Vietnam, the topic of unemployment has also been interested in since the early 2000s, such as Le Thi Hoai Thu (2005), Nguyen Quang Truong (2016), Tran Minh Thang (2018) These researchers studied insurance unemployment from the perspective of state management of UI and support regimes for employees when being unemployed in order to set out directions and solutions to improve the legal framework for UI, strengthen the state management of UI, thereby improving the effectiveness of UI policy Besides, there have also been a number of studies on issues related to job creation for workers, thereby contributing to reduce unemployment such as the studies of Bui Ton Hien (2009), Nguyen Le Minh (1990), Nguyen Van Quang (2003), Bui Anh Tuan (1999) In particular, Ngo Quynh An 6 (2012) studied the factors affecting the self-employment ability of young people in order to enhance the ability to create self-employment for young people in Vietnam Although the author's target is Vietnamese youth in general, regardless of the employed or unemployed, researches have also shown that the demographic characteristics, social capital, human capital (experience, education, training) have an effect on youth's ability to create self-employment, thereby reducing the youth unemployment rate in general 1.3 Conclusion Scientists/researchers have studied and developed factors reflecting the reemployment outcomes of unemployed people, but there are still some research "gaps" as follows: Firstly, the content of the factors reflecting the re-employment outcomes is still overlapping, for example, using both the job search duration (the speed of finding a new job) and the duration of receiving UI Moreover, the job search duration does not completely reflect the results of finding a job again because it depends a lot on the wishes and aspirations of the job seekers Secondly, instead of wage, it is necessary to consider the income from the new job (including non-salary/wage income) to more comprehensively reflect the satisfaction level of job seekers in terms of economic aspect In addition, previous studies only integrated salary along with other factors reflecting general job satisfaction or welfare (internal and external) of employment, but did not analyze independently Studies on factors affecting re-employment outcomes of unemployed people are approached by scientists according to three main groups of factors: human capital, job search motivation and support policies Besides, in many studies, job search behavior is an intermediary factor in the relation between influencing factors and job search results However, there are still some research "gaps" that need to be further studied as follows: Firstly, all studies are conducted in European countries, where the social protection system, especially UI, is highly developed Therefore, many social aspects have not been mentioned For example, factors stemming from socio-cultural aspect, pressure to have a job from family, social pressure, personal honor Secondly, although human capital factors are concerned in most of the studies, the factor of foreign language proficiency has not been considered However, in Vietnam, when the process of international integration is taking place strongly, many foreign-invested companies and corporations established in Vietnam use a lot of local workers, so their foreign qualifications are not good enough can negatively affect the re-employment outcomes Thirdly, many authors are interested in the impact of the unemployed's ability (knowledge, experience, working skills, etc.) on their job search results, but the factor of job search skills has not been mentioned 7 Fourthly, studies were done on the sample of unemployed people in general, not many specific studies for the group of unemployed youth Fifthly, In Vietnam, recently, there have been a number of studies on youth employment and unemployment, but there is a lack of research on the factors affecting the job search process and re-employment outcomes of the unemployed to be a basis for a multidimensional approach to unemployment in general and youth unemployment in particular From there, this thesis focuses on: (i) proposing factors to reflect the reemployment outcomes in a comprehensive way, in which to overcome the research gap related to job search duration and the wage/salary in previous studies; (ii) building a research model with three groups of factors (human capital, job search motivation, UI policy) affecting re-employment outcomes in accordance with the characteristics of the legal system and policies on UI, labour market and Vietnam's culture - society through the addition of factors on UI policy and job search motivation factors (family pressure, social pressure affecting job search results) Besides, foreign language proficiency and job search skills will be newly added compared to previous studies to examine the impact of human capital on job search results; (iii) conducting research on the unemployed youth in formal sector to address the research gap in previous studies CHAPTER THEORETICAL BASIS, RESEARCH HYPOTHESES AND RESEARCH MODEL 2.1 Theoretical basis 2.1.1 Unemployment 2.1.1.1 Definition Unemployment is a situation in which people who are in working age, able to work, looking for a job and willing to work, but not in employment 2.1.1.1 Classification of unemployment Unemployment can be classified into three main categories: temporary unemployment, cyclical unemployment and structural unemployment 2.1.1.3 Consequences of unemployment Unemployment always leaves negative long-term consequences for the unemployed, their families, society and the economy 2.1.2 Unemployed youth 2.1.2.1 Definition The Youth Law no.57/2020/QH14 regulates “The youth are Vietnamese citizens aged between full sixteen and thirty years old (National Assembly, 2020) The thesis applies the youth definition under the Youth Law 2020 to identify the research object: “unemployed youth are Vietnamese citizens aged between full sixteen and thirty years old who are able to work, looking for a job and willing to work but not in employment” 2.1.2.2 Youth unemployment 8 Like unemployment in general, youth unemployment is always a top concern of all countries and economies because it brings negative impacts on the economy and society, affecting life of the unemployed individuals and their families Sustainable underemployment, especially among youth, often affects workers' future employment prospects in the long term, and they often accept unsuitable jobs for the rest of their lives (ILO, 2006) There is clear evidence of a link between youth unemployment and social exclusion in young people from feelings of vulnerability, even idleness, of being useless when being unemployed in long time (Ryan, 2001) 2.1.3 Re-employment and re-employment outcomes 2.1.3.1 Re-employment Re-employment of the unemployed is a movement process to achieve the purpose of finding a job after a period of unemployment This process includes various steps such as searching for job vacancies, preparing a resume, submitting a job application, participating in a job interview and receiving a job offer 2.1.3.2 Re-employment outcomes Re-employment outcomes are a combination of measurable characteristics, reflecting the job search results of unemployed people 2.1.4 The foundation theories related to the research 2.1.4.1 Lý thuyết hành vi có kế hoạch Theory of planned behavior (TPB) developed by Ajzen (1991) said that intention is the determining factor of behavior, and is determined by three variables (attitude, subjective norm and perceived behavior control) In the thesis, TPB is applied to build an overall model for the research, in which the job search behavior is the mediating factor in the relationship between the impact factors and reemployment outcomes Attitude and perceived behavior control are represented by factors related to the human capital of the unemployed, while the subjective norm is the impact of external factors on the job search process (including social pressure, and supporting policies) 2.1.4.2 Person-Environment Fit Theory Person-Environment Fit Theory (P-E fit) originated in the 1980s with studies of stress stemming from the individual-environment relationship (Caplan, 1983; Caplan, 1987; Caplan and Van Harrison, 1993) The basic rationale of this theory is very simple: If you work in an optimally compatible environment, everything good at work will come, for example, improving work attitude and work performance, less stress… The theory of P-E fit is applied in the thesis in aspects First, it supplements the basis to propose human capital factors affecting re-employment outcomes Second, based on P-E fit, the thesis proposes three factors reflecting the quality of job found by the unemployed, including: (i) the satisfaction level of income to current needs; (ii) the match between qualifications and work experience with the new job; (iii) intention to turnover 2.2 Research hypotheses and research model 2.2.1 Determining the factors reflecting the re-employment outcomes of the unemployed - (a) (b) (c) (d) In order to fully reflect the re-employment outcomes of unemployed youth in formal sector in Vietnam, the author proposes factors including: Satisfaction level of income The match between qualifications and working experience with the new job Intention to turnover 2.2.2 Proposing factors affecting the re-employment outcomes of the unemployed and research hypothesis To overcome the research gaps, the author focuses on the following groups of factors: Human capital factors: working experience, qualifications, working skills, foreign language proficiency, job search skills Job search motivation factors: social network, family pressure, social pressure, career orientation UI policy: unemployment benefits, job counseling & recommendation, vocational training support Mediating factor: Job search behavior From the literature review, combined with the foundation theories, the author proposes the research hypotheses, as follows: Hypothesi Content s H1.1a Working experience has a direct positive impact on re-employment outcomes H1.1b Qualifications have a direct positive impact on re-employment outcomes H1.1c Working skills have a direct positive impact on re-employment outcomes H1.1d Foreign language proficiency has a direct positive impact on reemployment outcomes H1.1e Job search skills have a direct positive impact on re-employment outcomes H1.2a Working experience has a positive impact on job search behavior H1.2b Qualifications have a positive impact on job search behavior H1.2c Working skills have a positive impact on job search behavior H1.2d Foreign language proficiency has a positive impact on job search behavior H1.2e Job search skills have a positive impact on job search behavior H2a Social network has a positive impact on job search behavior H2b Family pressure has a positive impact on job search behavior H2c Social pressure has a positive impact on job search behavior H2d Career orientation has a positive impact on job search behavior H3a Unemployment benefit has a positive impact on job search behavior H3b Job counseling & recommendation has a positive impact on job search behavior 10 H3c H4.1 H4.2 10 Vocational training support has a positive impact on job search behavior Job search behavior has a positive impact on re-employment outcomes Job search behavior mediates the relation between human capital, jobsearch motivation, UI policy and re-employment outcomes 2.2.3 Research model The model is as shown below: CHAPTER RESEARCH METHOD 3.1 Design research process 3.1.1 Research approach There are two research approaches: deductive approach and inductive approach, this study uses a deductive approach Saunders and Lewis (2012) have defined “Deductive approach involves the testing of a theoretical proposition by using a research strategy designed to perform this test” In other words, the deductive approach should be used when a researcher needs to develop a theory or hypothesis, then design a research strategy to test this theory/hypothesis (Thornhill et al., 2009) 3.1.2 Selection of research method In the doctoral thesis, in order to achieve the research objectives, the author chooses to use the quantitative research method to match the deductive research approach and the author's intention in collecting and analyzing data 3.1.3 Research process The research process consists of steps proposed by the author: (1) Identify the general research topic; (2) Literature review; (3) Research questions; (4) Developing research models and research hypotheses; (5) Building measurements, 11 11 data collection tools; (6) Conducting data collection; (7) Analyzing and processing data; (8) Research findings 3.2 Measurements and questionnaire The list of measurements used in the thesis are as follows: Notation EXP1 EXP2 QUA1 QUA2 QUA3 SKIL1 SKIL2 SKIL3 SKIL4 LANG1 LANG2 LANG3 JFSK1 JFSK2 JFSK3 JFSK4 SN1 SN2 SN3 SN4 SN5 SN6 Content Working experience My working experience is enough for me to find a job that I want Companies/employers will be impressed with my working experience Qualifications My qualifications are enough to get a job in the field of training My qualifications can meet the requirements of the job I want to find Companies/employers will be impressed with my qualifications Working skills My working skills are enough to find a suitable job My working skills can meet the requirements of the job I want to find The skills to the jobs I want are always updated Companies/employers will be impressed with my working skills Foreign language proficiency My foreign language proficiency is enough to find a suitable job My foreign language proficiency can meet the requirements of the job I want to find Companies/employers will be impressed with my foreign language proficiency Job search skills I know my strengths to increase my chances of finding a job I have the ability to prepare a good resume I can contact recruiters and convince them to consider hiring me I can make the best impression of myself in a job interview Social network I reached out to friends or acquaintances for advice and guidance regarding employment I called or met some people in person to inquire about a particular job or a particular company I asked acquaintances for referrals to some people who might have useful information or advice about job I talked to my former boss or former colleagues about potential job opportunities for me that they knew about I contacted people in the field of my work who could help me find a job I contacted some people who will help me find a job Family pressure 12 12 Notation FPR1 FPR2 FPR3 SPR1 SPR2 SPR3 SPR4 CO1 CO2 CO3 CO4 CO5 UIA1 UIA2 JR1 JR2 JR3 VS1 VS2 VS3 JSB1 JSB2 JSB3 JSB4 INC1 INC2 INC3 Content My family's financial/economic status was affected after I lost my job I feel the tension increase in my family after unemployment Family members think I should find a job as soon as possible Social pressure Most of my relatives think that I should find a job as soon as possible Most of my friends think that I should find a job as soon as possible Most of my former colleagues think that I should find a job as soon as possible Most of my other acquaintances think that I should find a job as soon as possible Career orientation I have a clear idea of the job I want to find I have a clear idea of what kind of company I want to work for I can decide for myself if I should change careers or not I can decide for myself what kind of work I really enjoy I can make my own career change plan Unemployment allowance Unemployment allowance helps me overcome financial difficulties during unemployment Unemployment allowance is really necessary in the process of finding a new job Job counseling and recommendation I registered and participated fully in job counseling and recommendation sessions I got useful information from job counseling and recommendation activities Job counseling and recommendation activities were really necessary in the process of finding a new job Vocational training support I registered and participated fully in vocational training support Vocational training support helped me improve my working skills Vocational training support was really necessary for me to find a new job Job search behaviour I actively looked for work through different channels I spent time every day looking for job-related information I was ready to a job that I love I was ready to a job that's not my favorite Income satisfaction The income at my new job helped me overcome financial difficulties The income at the new job meets my current needs I am more satisfied with current income than my previous job The match between qualifications and working experience with new job 13 13 Notation MATCH1 MATCH2 MATCH3 INTENT1 INTENT2 Content What I trained before is suitable for the new job My working experience matches the new job Career opportunities at the new job are clearer than the old one Intention to turnover I will be looking for a new job next year I often think about quitting my job 3.3 Data collection and analysis 3.3.1 Sample size Based on a number of studies in the world, the representativeness of the sample selected for the survey will be appropriate when the sample size is observations for an estimate The survey model in the thesis includes 54 variables, so the required sample size to achieve the required accuracy is from 54 * = 270 observations or more The sample used in the survey is 542 observations, so the representativeness of the sample is guaranteed for the research 3.3.2 Data collection method In the study, the author collects primary data through survey by questionnaire with unemployed youth in formal sector (who declared and enjoyed UI benefits) in Hanoi using convenience sampling method The initial total of observations was 585, after checking and cleaning for invalid observations, the final sample of the study was 542 observations (43 observations were excluded due to age exceeding 30 at the time of unemployment) 3.3.3 Data processing method The whole process of data analysis was performed on IBM SPSS 22 software in steps as follows: (i) Data collection and processing; (ii) Descriptive statistics; (iii) Scale reliability check; (iv) Exploratory Factor Analysis (EFA); (v) Confirmatory factor analysis (CFA); (vi) Test hypothesis by linear structural model (SEM); (vii) one-way ANOVA CHAPTER RESEARCH FINDINGS 4.1 Research context 4.1.1 Unemployment situation in Hanoi Unemployment situation and UI implementation in Hanoi in the period 20152019 are shown in the table below Content Total labour force (mil people) Total number of unemployed (people) Unemployed youth (15-29) (people) Gender + Male + Female Area + Urban 2015 3,82 73.830 55.036 2016 3,82 72.966 51.394 2017 3,83 79.489 57.652 2018 3,85 74.264 39.772 2019 4,12 69.584 46.739 31.466 23.569 25.564 25.830 35.369 22.283 18.945 20.827 21.358 25.382 35.415 32.370 37.660 28.684 26.722 14 + Area Qualification No qualification Elementary-level Intermediate-level College University/higher Number of Total people having 40 years old monthly unemploymen Femal 40 years old (người) Number of people receiving job counseling & recommendation In which: Number of people were introduced jobs Number of people having decision on vocational training support (people) Average unemployment allowance (mil dong) Average duration of unemployment allowance (month) 14 19.620 19.025 19.992 11.088 20.017 19.469 16.464 21.820 16.552 995 1.051 2.272 601 1.606 2.499 3.099 1.790 12.292 9.626 11.120 5.247 20.674 21.755 19.341 15.582 32.715 39.685 47.822 57.741 1.688 1.171 1.062 1.248 10.782 13.688 16.942 20.671 2.303 2.702 3.538 4.480 3.168 2.421 2.098 2.669 12.985 17.420 21.084 25.238 1.789 2.283 3.098 3.435 16.422 776 2.696 5.585 21.260 68.691 1.708 23.103 5.386 3.258 30.387 4.849 32.173 40.362 48.229 58.336 69.490 4.620 4.821 4.451 10.991 25.678 1.979 2.148 1.970 2.652 9.080 2,89 3,17 3,60 3,87 4,34 4,04 4,21 4,49 4,65 4,59 4.1.2 Sample description The official sample of the doctoral thesis has 542 observations with some key demographic characteristics presented in the table below: Characteristic Number (people) Rate (%) Gender Male 285 52,6 Female 257 47,4 Marital status Single 226 41,7 Married 299 55,2 Divorced 17 3,1 Immigration status No permanent residence in Hanoi 445 82,1 Permanent residence in Hanoi 97 17,9 Number of dependents in the family and have to take care of 203 37,5 171 31,5 2-3 144 26,6 From 24 1,6 Number of working years before unemployment years or less 102 18,8 From 3-5 years 220 40,6 15 15 Over years 220 40,6 4.2 Scale reliability analysis (Cronbach’s Alpha) The results of the reliability analysis are shown in the table below No Factor/Component Cronbach's Alpha Human capital Working experience 0,674 Qualifications 0,813 Working skills 0,859 Foreign language proficiency 0,894 Job search skills 0,649 Job search motivation Social network 0,887 Family pressure 0,650 Social pressure 0,763 Career orientation 0,637 UI policy Unemployment allowance 0,679 Job counseling & recommendation 0,830 Vocational training support 0,910 Job search behaviour 0,672 Re-employment outcomes Income satisfaction 0,730 Match between qualifications and working 0,846 experience with new job Intention to turnover 0,689 Thus, Cronbach's Alpha coefficient shows that the scale is reliable 4.3 Exploratory factor analysis results (EFA) The results of analysis by EFA show that using factor analysis is appropriate with research data The KMO coefficient is greater than 0.5, the Bartlett test has pvalue < 0.05, the factor loading coefficients of variables are all greater than 0.5, the TVE is greater than 50% 4.4 Confirmatory factor analysis (CFA) In the results of CFA analysis, the measurement model is relatively consistent with the basic required values shown in the following table: CMIN/df =0.5) and have statistical significance of 0.000 It can be concluded that, the variables used to measure and the total variance extracted are >0.5, so these components are all reliable 4.5 Structural Equation Modeling (SEM) The general objective of the thesis is to study the impact of human capital, job search motivation and UI policy on job search behavior and then on re-employment outcomes through two impacts: (i) direct impact of human capital on re-employment outcomes (direct impact) and (ii) mediating impact through job search behavior The SEM results are shown below: From the analysis results of the SEM, it has been shown that the model is completely consistent with the survey data This result shows that the parameters have fully met the criteria of the measurement model with the survey data (Nguyen Dinh Tho and Nguyen Thi Mai Trang, 2008) CMIN df CMIN/df P TLI CPI RMSEA Standard values >> >0 0,9 > 0,9 < 0,08 Results 1832,36 1091 1,680 0.000 0,926 0,934 0,035 The results of estimation of unstandardized coefficients, normalized coefficients, standard errors, critical values and test of statistical values are shown in the table below StandUnstandImpact dardize SE R P ardized d 17 OUT OUT OUT OUT OUT JSB JSB JSB JSB JSB JSB JSB JSB JSB JSB JSB JSB OUT - - - - - - 17 < - EXP 0,018 0,017 0,002 10,296 *** < - QUA -0,003 -0,005 0,045 -0,066 0,948 < - SKIL 0,276 0,393 0,018 15,204 *** < - LANG 0,038 0,057 0,003 11,189 *** < - JFSK 0,315 0,21 0,025 12,675 *** < - EXP 0,149 0,166 0,012 12,538 *** < - QUA -0,039 -0,072 0,004 -10,99 *** < - SKIL 0,063 0,102 0,006 11,411 *** < - LANG 0,021 0,036 0,002 10,708 *** < - JFSK 0,004 0,003 0,103 0,039 0,969 < - SN 0,017 0,024 0,002 10,377 *** < - FPR 0,279 0,272 0,021 13,384 *** < - SPR 0,204 0,27 0,015 13,72 *** < - CO -0,054 -0,076 0,005 -11,078 *** < - UIA 0,135 0,159 0,011 11,764 *** < - JR 0,103 0,165 0,008 12,323 *** < - VS 0,032 0,081 0,003 11,48 *** < - JSB 0,036 0,031 0,003 10,492 *** The results of estimating the direct impact of human capital factors on reemployment outcomes show that: The impact coefficient of QUA on OUT is not clear because the P value > 0.1 (not statistically significant at 10%) Therefore, there is not enough basis to accept hypothesis H1.1b The impact coefficients of the variables EXP, SKIL, LANG and JFSK are positive, showing a positive impact of the variables on OUT with statistical significance at 99% This result supports the research hypothesis H1.1a, H1.1c, H1.1d and H1.1e The results of estimating the impact of human capital factors on the mediating variable of JSB show that: EXP, SKIL and LANG have a positive impact on job search behavior with the estimated coefficient greater than and statistically significant at 99% Therefore, hypotheses H1.2a, H1.2c and H1.2d are accepted The impact coefficient of QUA on JSB is negative, showing the negative relation between these two variables, so the hypothesis H1.2b is not accepted Similarly, hypothesis H1.2e on the positive impact of JFSK on JSB is also not accepted because the impact coefficient is not statistically significant with P>0,1 Job search motivation factors: The coefficient to estimate the impact of out of factors on the mediating variable JSB has a positive value, including: SN, FPR and SPR At the same time, these estimates are statistically significant at 99%, so the study accepts the hypothesis H2a, H2b and H2c Career orientation factor has a negative effect on job search behavior with a negative impact coefficient and at the 99% statistical significance level, so the hypothesis H2d is not accepted 18 - - 18 UI policy: All three factors of UI policy including UIA, JR and VS have positive coefficients on job search behaviour with statistical significance of 99%, therefore hypotheses H3a, H3b and H3c are supported by the results of the analysis Job search behaviour (JSB): The impact of the mediating variable JSB on re-employment outcomes (OUT) is positive with an impact coefficient of 0.031 and statistically significant with P social pressure (SPR) > social network (SN) The indirect impact of career orientation (CO) on re-employment outcomes is negatively All three factors on UI policy have an indirect positive impact on reemployment outcomes, in order of impact level: unemployment allowance (UIA) > job counseling and recommendation (JR) > vocational training support (VS) On the basis of quantitative analysis, the thesis synthesizes the research hypothesis tests in the table below: Hypothesi Content Result 19 s H1.1a 19 Working experience has a direct positive impact on re- Accepted employment outcomes H1.1b Qualifications have a direct positive impact on re- Not employment outcomes accepted H1.1c Working skills have a direct positive impact on re- Accepted employment outcomes H1.1d Foreign language proficiency has a direct positive impact Accepted on re-employment outcomes H1.1e Job search skills have a direct positive impact on re- Accepted employment outcomes H1.2a Working experience has a positive impact on job search Accepted behavior H1.2b Qualifications have a positive impact on job search Not behavior accepted H1.2c Working skills have a positive impact on job search Accepted behavior H1.2d Foreign language proficiency has a positive impact on job Accepted search behavior H1.2e Job search skills have a positive impact on job search Not behavior accepted H2a Social network has a positive impact on job search behavior Accepted H2b Family pressure has a positive impactt on job search Accepted behavior H2c Social pressure has a positive impact on job search Accepted behavior H2d Career orientation has a positive impact on job search Not behavior accepted H3a Unemployment benefit has a impact on job search behavior Accepted H3b Job counseling & recommendation has a positive impact on Accepted job search behavior H3c Vocational training support has a positive impact on job Accepted search behavior H4.1 Job search behavior has a positive impact on re- Accepted employment outcomes H4.2 Job search behavior mediates the relation between human Accepted capital, job-search motivation, UI policy and reemployment outcomes 4.6 Analyzing the difference in the re-employment outcomes of unemployed youth in Hanoi city The one-way ANOVA test to find out the difference in the re-employment outcomes of unemployed youth in Hanoi according to basic characteristics shows that: 20 20 - There is a difference in the mean value of income satisfaction intention to turnover by gender (male and female) - There is a difference in the mean value of income satisfaction and intention to turnover by qualifications of unemployed youth - There is a difference in the mean value of the income satisfaction by duration of unemployment CHAPTER DISCUSSIONS AND RECOMMENDATIONS 5.1 Discussions 5.1.1 Human capital and re-employment outcomes Human capital (including factors: working experience, qualifications, working skills, foreign language proficiency and job search skill) has both direct and indirect impact on the re-employment outcomes of unemployed youth The level of impact of the factor of working skills on re-employment outcomes is the largest in the direct impact, and stands the second place in the indirect effect, showing the importance of working skills in the job search process of unemployed youth This result is fully supported by Vinokur and Schul (2002) and Wanberg et al (2002), according to which recruitment decisions are greatly influenced by working skills of job seekers or recruiters often pay more attention to working skills when making decision Job search skill is a new factor proposed by the author to the model, which is also proven to have a significant direct and indirect impact on re-employment outcomes (ranked 2nd in the group of human capital factors) Similar to working skills, the factor of foreign language proficiency is also proposed by the author to be more suitable with the actual context in Vietnam The results of quantitative analysis show that foreign language proficiency has a direct and indirect positive impact on the outcomes of job search Currently, workers in general, especially in industrial parks and export processing zones, are increasingly required to equip necessary foreign language skills to serve their jobs At least, it is necessary to have basic communication with foreign shift leaders and managers, and understand simple instructions on machinery for work With a sample of the unemployed in formal sector in Hanoi, the thesis found that working experience positively contributed to their re-employment results The role of working experience in job search activities of the unemployed is completely consistent with the results in many studies around the world such as Moynihan et al (2003), Gnambs (2017), etc The analysis results have shown that there is no evidence that qualification has a significant positive impact on the re-employment outcomes of the unemployed (due to P>0.1) This is not consistent with some previous research results such as Maxwell (1989), Riddell and Song (2011), Moynihan et al., (2003), etc The data in the thesis show that today employers have may not really pay attention to the qualifications and formal training levels of the employees In recent years, employers have given more priority to workers with experience, vocational skills, foreign languages, etc., which are factors that can be effectively verified and applied right at work Having a good 21 21 degree/certificate but lacking working experience or skills is a common problem among young people who are unemployed, especially those who have just graduated from universities In addition, people with a higher level of training often have higher requirements on salary as well as working conditions or even want to work in large companies in order to "commensurate" with their qualifications Therefore, this is also a barrier that makes it difficult for unemployed youth to return to work as from an unemployment status It totally contrasts to when they are employed and looking for a new job to change 5.1.2 Job search motivation and re-employment outcomes From the theoretical model and the results of quantitative research, it has been confirmed that the factors of job search motivation have an indirect impact on the reemployment outcomes through the mediating variable, which is job search behavior In which, two new factors proposed by the author to the research model are family pressure and social pressure, which play a dominant and equivalent role in the positive impact on return-to-work results (with an equal positive coefficient) The idea of studying these two factors comes from the socio-cultural context in Vietnam Pressures from family or society motivate unemployed people to participate more in job-seeking activities, so they will have more active job-seeking behavior (impact coefficient on mediating variable of family and social pressure is the largest positive and equivalent among the four factors of job search motivation) From there, it will help them find jobs soon and direct them to jobs with income that meet their current financial needs This result is also consistent with the theoretical model of planned behavior (TPB) and social cognitive theory Accordingly, when unemployed people feel pressure, they will adjust their behavior accordingly to get rid of these pressures The relation between social network and re-employment outcomes is positive and indirect through job search behavior This result is supported by the studies of Wanberg et al (2000), Wanberg et al (2002), Bonoli and Turtschi (2015) Social network is strongly associated with positive job search behavior and in turn increases the likelihood of re-employment Career orientation of unemployed youth in the sample is proven to have a negative impact on job search results through job search behavior, however, this finding contradicts the views of some scholars such as Wanberg et al (2002), McArdle et al (2007), Zikic and Saks (2009) This contrast can partly be explained because when people have a clear career orientation, they believe in their own ability to find a job, so the level of positivity in job search activities decreases Instead, they are only aiming for some job positions that are really suitable for them and are not ready for job opportunities that they consider less favorable Therefore, the clearer the career orientation, the less job search activities, thus indirectly affecting the job search results 5.1.3 UI policy and re-employment outcomes All three support benefits for unemployed people under the UI policy proposed by the author to be included in the study are confirmed to have a positive relationship on the re-employment outcomes through the mediating of job-seeking behavior Although the UI benefits are different according to the specifics of each country, this 22 22 result is similar to the findings from studies of many scholars around the world such as Vouri and Vesalinen (1999), Graversen and Van Ours (2008) and Koen et al (2015) Quantitative results show that the job counseling and recommendation benefit plays a key role in the relation between UI policy and re-employment results, followed by unemployment allowance The job counseling and recommendation help to grasp the job needs and abilities of the employees, serve as a basis for providing information on employment, labour market suitable for employees, and advice on job selection or participation in training to improve qualifications and skills before applying for a job Participating in job counseling and recommendation sessions (to provide information on the labour market, job vacancies, improving job-seeking skills as well as understanding of the unemployed) creates a positive change on jobseeking activities, promoting job-seeking behavior of unemployed Furthermore, the job counseling and recommendation sessions also act as a bridge between the unemployed and employers that have recruitment needs in accordance with the qualifications, capacity and aspirations of the unemployed Thereby, helping to shorten the time to find a job and increase the ability to find a suitable job Unemployment allowance plays an important role in compensating workers for income lost after unemployment Currently, policy researchers are recommending that governments, especially developed countries, be wary of unemployment allowance that is too "generous", because it may discourage unemployed people from looking for job, leading to the reverse effect because the unemployed are too dependent on the allowance Currently in Vietnam, according to the Law on Employment, the monthly unemployment allowance is equal to 60% of the average monthly wage of consecutive months before the worker becomes unemployed on which unemployment insurance premiums are based, but must not exceed times the basic wage level, for workers receiving wages under the State-prescribed regime, or must not exceed times the region-based minimum wage level under the Labor Code, for workers who pay unemployment insurance premiums under the wage regime decided by employers at the time of termination of the labour contract or working contract The duration of allowance receipt does not exceed 12 months With this regulation, the unemployment allowance in Vietnam is assessed to be enough for the unemployed to maintain their life and still create a positive motivation for them to find a job soon, not relying on the allowance Therefore, the positive relationship between unemployment allowance and re-employment outcomes is completely consistent with reality The vocational training support for the unemployed is designed to create conditions for the unemployed to have the opportunity to learn a new occupation to change careers and return to work in a sustainable way The analysis results of the thesis are supported by previous studies such as Jacobson et al (2005), Stenberg and Westerlund (2008), Cavaco et al (2013) However, from the quantitative results, it can be seen that the impact coefficient on re-employment outcomes of the vocational training support factor is only equal to half of that of job counseling and recommendation This shows that the influence and role of vocational training on re- 23 - - 23 employment outcomes of the unemployed is not really large compared to expectations 5.2 Recommendations to improve the re-employment outcomes of unemployed youth Based on the analysis of the impacts of factors on the re-employment outcomes of unemployed youth presented above, the author will make recommendations for the Government and state management agencies of unemployment insurance, sociopolitical organizations, associations and unemployed youth in order to improve the re-employment outcomes in the direction of: - Strengthening the legal framework and the implementation of UI policy - Ensuring allowance so that unemployed can find suitable jobs soon - Adjusting the vocational training support, focusing on improving working skills in combination with raising the foreign language of the unemployed to meet the requirements of the labour market - Improve the quality of job counseling and recommendation activities and supplementing job search skills in counseling - Propaganda to raise awareness of youth about the consequences of unemployment, and the role and meaning of social insurance in general and unemployment insurance in particular - Vocational training institutions affiliated to socio-political organizations need to research and develop vocational training and orientation programs; connecting labour supply and demand in accordance with the needs of the labour market and capacity of each individual youth; helping youth to have a clear career orientation and equip them with the necessary skills and knowledge to return to work - Promoting the role as a bridge between employers and youth, helping unemployed youth quickly find sustainable jobs - Regularly keeping in touch, paying attention to unemployed youth to have timely solutions to solve financial difficulties, relieve psychological stress, family and social pressure in order to avoid negative consequences of prolonged stress - It is necessary to strictly comply with the regulations on declaration of employment status information during the period of unemployment, to avoid frauds and violations; 5.3 Some limitations of the doctoral thesis and research plan of the author In addition to the above research results and findings, this thesis still has limitations and needs further research in the future specifically: The study is currently only on a sample of unemployed youth in formal sector in Hanoi, so in order for the findings and recommendations to be applicable across the country, it is necessary to expand the scope of the research in terms of research objects and space In order to accurately and sustainably reflect the re-employment outcomes of youth, it is necessary to carry out a longitudinal study to monitor the quality of employment for at least 1-3 years after when re-employed From there, the basis for assessing the job quality and the job satisfaction being more convincingly 24 - 24 Therefore, in the near future, the author will conduct further researches in the following direction: Expanding the scope of research throughout the country, or at least over provinces representing socio-economic regions Conducting longitudinal research to have enough time to assess the employment status and quality of jobs that workers find after unemployment Adding a group of unemployed youth in the informal sector as a control group in the study, from which it is possible to compare the differences between the two groups in the impact of factors on the re-employment outcomes, especially the factors of unemployment insurance policy CONCLUSION The research results bring both theoretical and practical significance, creating an overall picture of the factors affecting the re-employment outcomes of unemployed youth in formal sector as well as the factors reflecting the reemployment results This is also the basis for the author to propose recommendations to improve the return to work of unemployed youth in formal sector However, the study still has some limitations in terms of scope, sampling method, sample size as well as choosing a more comprehensive research method In addition, there may be other factors affecting the return to work of unemployed youth that have not been exploited, mentioned in this study These will be suggestions for the author to carry out further research directions in the future  ... thuyết hành vi có kế hoạch Theory of planned behavior (TPB) developed by Ajzen (1991) said that intention is the determining factor of behavior, and is determined by three variables (attitude,... such as the studies of Bui Ton Hien (2009), Nguyen Le Minh (1990), Nguyen Van Quang (2003), Bui Anh Tuan (1999) In particular, Ngo Quynh An 6 (2012) studied the factors affecting the self-employment... This process includes various steps such as searching for job vacancies, preparing a resume, submitting a job application, participating in a job interview and receiving a job offer 2.1.3.2 Re-employment